ON

PERFORMANCE
MANAGEMENT SYSTEM

SUBMITTED TO:
SUBMITTED BY:

MISS.TEJBIR KAUR
KAUSHAL KISHORE

SHANTANA BOSE
KARUNA LUTTRA

ANSHULEE HANDO

ADITIYA BHATT

PERFORMANCE EVALUATION

ABSTRACT
Measuring performance of employees is imperative to HR functions. The
credibility and effectiveness of HR depends upon its contribution in
managing and improving human resource of an organization. The
performance of a firm depends upon execution of employees and
organization.

A firm perform can perform well if employees perform equally well. When it
comes to evaluation of individual employees it becomes difficult to reach at
accurate assessment. However the main purpose of employee’s performance
evaluation is to examine output and in terms of productivity and firm the
purpose of employee performance evaluation could be judged in different
ways. One view is that employee productivity can be measured and suitable
rewards should be given so as to motivate them. On the other hand another
view is that weak employees can be identified.

This research will examine various ways using which a firm can execute
performance evaluation system so as to enhance the overall productivity of
employees as well as firm. The relevance of this measurement methodology
is demonstrated through an in-depth analysis of the distribution of
efficiencies within and across industry sectors and through the estimation of
target PSM performance levels.

The relevance of this measurement methodology is demonstrated through

an in-depth analysis of the distribution of efficiencies within and across
industry sectors and through the estimation of target PSM performance
levels.

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Summary of Article:
The comparison of the performance of
descriptors computed for local interest regions. Many different descriptors
have been proposed in the literature. It is unclear which descriptors are more
appropriate and how their performance depends on the interest region. The
descriptors should be distinctive and at the same time robust to changes in
viewing conditions as well as to errors of employee. Our evaluation uses as
criterion recall with respect to precision and is carried out for different image
transformations. The comparison the shape, steerable filters, differential
invariants, spin images, SIFT, complex filters, moment invariants and cross-
correlation for different types of interest regions. They also propose an
extension of the SIFT descriptor and show that it outperforms the original
method. Furthermore, it observes that the ranking of the descriptors is
mostly independent of the interest region detector and that the SIFT-based
descriptors perform best. Moments and steerable filters show the best
performance among the low dimensional descriptors.
(Thanks you)

REFERENCE:

www.proquest.com

www.emerald.com

www.businessperform.com

www.indianmba.com